Supervisory Human Resources Specialist (Director, Employee and Labor Relations Division)

To Qualify for the GS-15: Specialized experience includes knowledge of laws, rules, regulations, case law, principles, and practices related to employee conduct, performance, dispute resolutions and negotiating and administering labor agreements; demonstrated experience in developing, administering, and managing a comprehensive employee management program and evaluation process that prioritizes merit, effective performance, and effective agency contribution; administering and managing an effective labor relations program; representing management at arbitrations and in proceedings before third parties; and providing analysis, interpretation, and documentation on complex and novel technical issues in the functional specialization of employee and labor relations.

Experience must also include managing, leading, and directing work of an assigned team to successfully achieve division objectives. Note: Possession of a law degree and experience as an Attorney is preferred but not required. Applicants must meet all eligibility requirements (e.g., time-in-grade and qualification requirements) within 30 days of the closing date specified in the vacancy announcement.

Experience refers to paid and unpaid experience, including volunteer work done through National Service programs (e.g., Peace Corps, AmeriCorps) and other organizations (e.g., professional; philanthropic; religious; spiritual; community, student, social). Volunteer work helps build critical competencies, knowledge, and skills and can provide valuable training and experience that translates directly to paid employment. You will receive credit for all qualifying experience, including volunteer experience.

This is a Schedule Policy/Career position. Schedule Policy/Career is an excepted service schedule for career positions that are of a confidential, policy-determining, policy-making, or policy-advocating character (policy-influencing positions) as defined by Executive Order 13957, as amended, and 5 C.F.R. § 213.3601. Schedule Policy/Career positions are not required to personally or politically support the current President or the policies of the current administration.

Further, all actions taken under this policy must be carried out fairly, transparently, and in strict adherence to applicable laws. Employees in Schedule Policy/Career positions must faithfully implement administration policies to the best of their ability, consistent with their constitutional oath and the vesting of executive authority solely in the President. Failure to do so is grounds for dismissal.

Advises agency leadership, managers and supervisors on laws, rules and regulations pertaining to employee performance and conduct concerns/actions, performance management, labor relations, awards, leave administration and anti-harassment programs.,Oversees staff responsible for employee and labor relations, performance management, leave and awards program administration as well as training in these programs.,Assigns and reviews work, manages workloads, approves leave, identifies training needs, evaluates performance, and recommends award or disciplinary actions for assigned staff.,Develops and advises on ways to support supervisors on policies and approaches to enable supervisors and managers to strengthen employee performance and conduct.,Promotes Labor/Management relationship efforts to ensure the EEOC works effectively and efficiently.,Negotiates and administers agreements with the exclusive labor organization/union on the agency's programs.,Serves as the technical expert at third party proceedings on HR policy, adverse/performance-based action appeals, grievances, ULP charges, negotiability appeals and disputes in the interpretation of the CBA and MOUs.,Oversees the administrative grievance procedures.